It is essential to establish the appropriate staffing strategy for developing business. The staffing plan is a significant organization function that entails acquiring, deploying and retaining the employees in the company (Heneman III, Judge, and Kammeyer-Mueller, 2015). Tech Company needs a staffing plan because it is expanding. The company has acquired a new agreement with Maryland state institution which calls for the employment of new employees and securing a significant location to meet the terms of their contract. Tech Company will build and provide surveillance cameras for the Maryland state agency. The government agency will expand the contract to other estates after meeting the first terms of the agreement. Tech Company needs to create a staffing plan to meet the terms of their contract for them to expand their operations to other regions.
The first step in formulating the staffing strategy is to determine the staffing model that will meet the needs of the company (Heneman III, Judge, and Kammeyer-Mueller, 2015). The second action that should be taken in creating the staffing plan is to forecast the main possible legal concerns that can occur during the incorporation of equal job opportunities and diversity in the company. The second action involves the ways of handling the issues in the staffing model (Heneman III, Judge, and Kammeyer-Mueller, 2015). The third action in forming a staffing plan is outlining the activities needed to determine, examine, and improve job requirements and employment statements that are part of the formal job descriptions (Heneman III, Judge, and Kammeyer-Mueller, 2015). The fourth action in forming a staffing plan is to determine the techniques on handling high staff turnover and the availability of staff with needed experience, talent and education (Heneman III, Judge, and Kammeyer-Mueller, 2015).
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The staffing structures should be used to facilitate the fulfillment of the company goals including sustainability, profitability, and expansion (Heneman III, Judge, and Kammeyer-Mueller, 2015). Staffing the company needs attention on the quality and quantity of the new and retained employees (Heneman III, Judge, and Kammeyer-Mueller, 2015). In the case of Tech Company, two staffing models are suitable for their operations which include staffing quality (employees or company) and staffing structure components. Tech Company needs to recruit employees who meet the qualification of the employment positions and organization when selecting the ten assembly technicians, one certified quality control technician, the contract administrator and the office support professional. It is essential for the company and the recruited employees to have a shared vision along with principles which include openness, integrity, hard work and determination because it establishes a healthy business environment (Heneman III, Judge, and Kammeyer-Mueller, 2015) . Tech Company should set other recruitment expectations from the first day to make sure they share similar goals with the new employees. Alternatively, staffing starts with a joint conversation with the company and the job applicants (Heneman III, Judge, and Kammeyer-Mueller, 2015). The staffing structure components consist of three elements which include recruiting, selecting and employing. The recruitment step involves determination and attraction of tasks (advertisements and job announcement) which is carried by the company and the applicant (Heneman III, Judge, and Kammeyer-Mueller, 2015). The selection step involves the examination and evaluation of the staffing activities (Heneman III, Judge, and Kammeyer-Mueller, 2015). The employment stage focuses on making decisions and matching the qualification of the applicants with the relevant employment position (Heneman III, Judge, and Kammeyer-Mueller, 2015).
The two staffing methods are significant in formulating the staffing strategy for Tech Company. The company should focus on the first staffing model on staffing quality (employees and company). The company should match the positions with job requirements while searching for the appropriate employees to occupy the posts. One of the essential elements to a company's expansion and success is recruiting the right employees. Tech Company will incorporate the staffing structure components after they have determined the appropriate employees for the positions. The staffing system components will act as a guide throughout the process up to the employment section where the company will make the final decision and match the employees with the suitable positions.
There are legal concerns that may arise during the hiring and selection process. The legal issues can influence the establishment of equal job opportunities and diversity in the company which aims at acquiring employees with the suitable qualifications along with the documents. The possible legal issues include discrimination by age, racial background, physical abilities and equal compensation (Mayhew, n.d.). One method that Tech Company should implement to avoid discrimination is to evaluate the applicants' documents concerning the knowledge, skills, and abilities rather than their status. Tech Company needs to establish their commitment which provides the employees with pleasant work surroundings that uphold fairness and teamwork. The company needs to provide training on diversity to their employees and managers to make sure they follow the regulations on equal opportunities. The United States equal opportunity agency encourages an organization to incorporate variety into their training programs and development activities (Mayhew, n.d.). The commission states training on variety should define the kind of behaviors that are against the management anti-harassment laws (Mayhew, n.d.). The training program should explain the importance of the anti-harassment law (Mayhew, n.d.). The employees need to know the duties of the supervisors and managers in protecting them against harassment (Mayhew, n.d.). The training program on diversity should define the policies against retaliation (Mayhew, n.d.).
Three activities should be carried out to determine, assess and improve the employment requirements. The job statements must be included in the formal job description. The first activity that should be carried out is an analysis of the employment positions for every job opening. The job analysis of the employment positions is the basis for all the evaluation and recruitment decisions. It is essential to understand the nature of the employment position to determine the appropriate employee for the job (Office of Personal Management.gov, n.d.). The second activity is to utilize the information of job analysis to identify and record the competencies that are needed to carry out the activities related to the position successfully. The second activity focuses on providing an origin of the legal defense of evaluation and recruitment processes (Office of Personal Management.gov, n.d.). The third activity is to improve the job announcements that are objective records of the main activities an employee carries out in their job (Heneman III, Judge, and Kammeyer-Mueller, 2015). The job announcement should consist of the events that the employee performs, the purpose of carrying out the circumstances, the supervisor of the employee, the efficiency of the employee, the needed procedures, machines and raw materials (Heneman III, Judge, and Kammeyer-Mueller, 2015). The job descriptions of Tech Company should be assessed and reviewed after three months to comply with the terms of the government agreement. The managers and supervisors of Tech Company should carry out monthly performance assessments on the employees and make recommendations to the human resource section on the areas of improvement. The human resource department should make the recommended changes on the job evaluation and announcements (Caruth, Caruth & Pane, 2009) . It will improve the job description and enhance the opportunity of finding the appropriate employee for the employment position.
The company should focus on employee turnover and retention to establish their growth. The employees can leave a company for various reasons. Some employees search for a different field of employment other employees further their education to improve their experience. There are three ways of handling high turnover and retaining employees with the necessary knowledge, skills as well as abilities. The first technique is to assess the nature of employee turnover in the company. A defective turnover involves the wrong employees leaving the company or an increase in the turnover rates which affects the organizational expenses (Allen, 2008). The second approach is to establish the process of proceeding with the turnover. The company can incorporate the retention strategies after the turnover decline to present a problem (Allen, 2008). The retention strategies include providing compensation packages or encouraging the employees after doing n excellent job (Allen, 2008). The third technique focuses on sustaining the retention practices which include recruiting, selecting, socializing, compensating, rewarding, supervising, employee involvement, training, and development. The activities can assist the company to meet their retention goals (Allen, 2008). The third technique would be useful in minimizing the risks associated with the fluctuations in the employee turnover (Caruth, Caruth & Pane, 2009) . It will establish a proper staffing plan from the commencement to the end of the staffing process.
In conclusion, a staffing plan assists a company to recruit and retain their employees. A good staffing plan facilitates the expansion of the operations of a company. Companies should design good staffing plans to guide them in recruiting, selecting and retaining their employees which will enhance their growth in their respective industries.
References
Allen, D.G. (2008). Retaining talent. Retrieved from https://www.shrm.org/about/foundation/research/documents/retaining%20talent-%20final.pdf
Caruth, D. L., Caruth, G. D., & Pane, S. S. (2009). Staffing the contemporary organization: A guide to planning, recruiting, and selecting for human resource professionals . Westport, Conn: Praeger Publishers.
Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. (2015). Staffing organizations .
Mayhew, R. (n.d.). What are an employer’s responsibilities for diversity in the workplace? Retrieved from http://smallbusiness.chron.com/employers-responsibilities-diversity-workplace-10417.html
Office of Personal Management.gov (n.d.) Assessment & selection: Job analysis. Retrieved from https://www.opm.gov/policy-data-oversight/assessment-and-selection/job-analysis/
